Money can signal seriousness. It cannot buy qualifications.

Every role must be for work performed in the United States or Canada. An employer may be headquartered in any country, but it must hire and employ the worker lawfully for the selected U.S. or Canadian work market. Launch listings do not offer employer visa sponsorship.

Candidates must currently live in and be legally entitled to work in the selected country and must attest that they do not need employer visa sponsorship now or in the future for that market. OutbidJobs does not collect nationality, birthplace, or visa type for ranking or search.

These neutral questions apply equally to everyone. A person may not be rejected, hidden, ranked, or treated differently because of nationality, national or ethnic origin, birthplace, race, colour, accent, religion, or a proxy for a protected characteristic. Employers remain responsible for legally required work-eligibility verification after hire.

Before marketplace actions, each persona submits country, state or province, city, and ZIP or postal code—never a street address. Talent and scout access is limited to current U.S. or Canadian residents; employers outside those countries remain eligible to post U.S./Canada work after company review. A coarse network country is a private fraud signal. Mismatches are held for human review and appeal rather than treated as proof of nationality or work authorization.

The account-assurance ladder may add Cloudflare Turnstile, authenticated sign-in email, a keyed first-party device signal, and a Stripe-hosted identity check for higher-risk reviews. These checks apply uniformly, stay private, and never convert a device, network, or document signal into a conclusion about nationality or work authorization. OutbidJobs does not collect phone numbers or send verification texts.

• Publish only real, authorized openings with a responsible hiring owner.
• Provide the required compensation range, work mode, location, and response promise.
• Close, pause, or update a post when its status changes.
• Do not use rank spend to bypass quality, qualification, or consent controls.
• Do not discriminate, retaliate, or request unlawful information.

• Post the roles, compensation, location, and work mode you genuinely want.
• Describe skills and work history truthfully; OutbidJobs does not certify those claims at launch.
• Control public identity, contact visibility, resume access, and every introduction.
• Do not mass-apply, misrepresent availability, fabricate work, or impersonate another person.
• Do not exceed 20 new applications per rolling day.
• An optional paid talent spotlight changes only labeled category visibility; it never changes qualifications, applications, consent, or eligibility.

• Obtain candidate consent before revealing identity or submitting a profile.
• Act under your own authority and comply with requirements applicable to your business.
• Do not scrape, spam, blind-submit, or claim exclusive representation without proof.
• Do not exceed 15 new introduction proposals per rolling day.
• Respect first-qualified-introduction attribution and disclose conflicts.
• Follow the exact bounty post, retention period, and dispute process.

• Use only the documented public API or separately authorized account surfaces.
• Respect listing status, visibility, consent, and reasonable rate limits.
• Do not infer protected characteristics or enrich public records with unlawfully obtained private data.
• Filter only on the documented U.S./Canada work market and no-sponsorship fields. Do not infer nationality, citizenship, birthplace, visa type, or ethnicity.
• Do not automate spam, blind submissions, or contact outside the owner’s stated visibility.
• A public booking link may be used only for the purpose its owner presents.

Employer role ranks and candidate talent spotlights each start at $5. Each is a one-time whole-dollar amount. Raising an existing post charges only the difference; there is no monthly listing subscription.

Employer and talent posts rank on separate sides of each country and discipline. Paid visibility is clearly labeled and remains separate from qualifications, applications, private information, and consent. A candidate can use profiles, discovery, and applications without buying a spotlight.

Employers choose and publish a fixed bounty amount and its conditions. A suggested calculator may help with sizing, but OutbidJobs does not negotiate compensation or act as a hiring representative.

A payout requires documented consent, valid attribution, satisfaction of the posted condition, and an eligible independent scout account. No bounty is live in the current public preview.

OutbidJobs may label, limit, pause, remove, or refuse content and accounts that violate these rules or create fraud, privacy, safety, or legal risk. Money spent on visibility does not prevent enforcement.

Users should receive a reason and a correction or appeal path for material automated or moderation decisions when practical. Report a concern to outbidjobs@gmail.com.

An access rejection pauses affected public posts. Account-level suspension, upload quarantine, duplicate-account investigation, device/account velocity review, verification holds, and action rate limits may be used when evidence shows fraud, spam, impersonation, or evasion. No single network or device signal is treated as conclusive, and users may appeal false positives.